Texas State
Chaplaincy
Chaplaincy
Market Data
D
Introductory
Remarks on Market Data
1. Federal Bureau of Prisons (FBOP) &
Veterans Administration (VA) Chaplains ~ What the Market Says
2. Military Chaplains ~ What the Market Says
3. Association of Professional Chaplains (APC)
~ What the Market Says
4. National Church Staff Compensation Survey ~
What the Market Says
5. UTMB Chaplains ~ What the Market Says
More than that – more than even our clear claims
to an equitable “market” increase – let the record stand that we came FIRST and
foremost and do stand today in this manner:
we laid claim AND demonstrated the VALUE of our job and love for our job
FIRST, as a significantly more important “reason” for equality within
TDCJ than the reason of “market value.”
That is: We Value the Value more
than the Market.
So in addition to and as a complement to the more
important documentation of chaplaincy “value” to the agency and “value” to
Texas and Texas’ own mission statements, we also include the following “Market
Data” as substantiating the NEED for Chaplain Professional Equity.
However, another element enters picture that also
distinguishes the Professional Chaplaincy Services of Texas. Unlike most of the other professions, were
there are literally hundreds of thousands, determining “Market Value” of the
comparatively rare specialty of “Government Sponsored Chaplaincy” can almost be
accomplished in an absolute manner.
That is – the numbers are so much more clearly articulated.
Furthermore, from a “Market” standpoint, let it be
noted where the Navy stands. I asked an
authority to verify and clarify my stats on the Navy, especially with respect
to the Marines and Coast Guard:
We have TWO Navy Admirals, a “2-star” (O-8) Chief
of Chaplains and a “1-star” (O-7) Deputy Chief of Chaplains. The Deputy Chief of Chaplains is also the
Chaplain of the Marine Corps.
Additional we have one “1-Star” (O-7) Reserve Admiral who is the Deputy
Chief of Chaplains Total Force.
I cannot give you a footnote as to the numbers but
you can rest assured that total numbers you are using are close. I hope this helps.[1]
With respect to “Professional Equity” then we must
look across the board – that is, a good assessment would include a thorough
look at equivalent placements in the various superstructures of the
organizations that employ chaplains in “today’s” market. Here is a recent quote from the Houston
Chronicle
WASHINGTON - President Bush fainted briefly Sunday
evening after choking on a pretzel while watching a football game in the White
House residence, an administration spokesman said.
The president , who was examined by Dr. Richard
Tubb, an Air Force colonel and physician at the White House, was not found to
have any serious health problems and went to bed early after a dinner of soup
and salad.[2]
Of course, as the following most clearly shows,
fully credentialed chaplains have been found to fill the top posts that look
after the “Profession” of chaplaincy.
How is it that Texas cannot have a full spectrum of Chaplaincy Positions
similar to that of Engineers and Lawyers?
If one really looks at the three professions, their responsibilities, networks
and broad scopes, how can Chaplaincy be placed so very far below the other
two? In the light of the “Market” how
can TDCJ or any state agency justify hiring those for chaplaincy positions with
not even a bachelor’s degree to deal with the Texas’ most troubled persons with
humanity’s greatest resource of change?
How is it “wise” or to the benefit of Texas that such a broad and
multi-faceted profession as “Chaplaincy” with all of the complexities involved
– HOW can the “Chaplaincy Profession” prosper or be secure without “Chaplains”
as supervisors of Chaplains.
“Market
Data” was exclusively important to the State Auditor’s Office, and so we offer
the following items as clear and a near full analysis of the market of
“Government Chaplaincy.”
Introductory Remarks on Market
Data
A.
Federal Bureau of Prisons (FBOP) & Veterans Administration (VA)
Chaplains ~ What the Market Says
B. Military Chaplains ~ What the Market Says
C.
Association of Professional Chaplains (APC) ~ What the Market Says
D.
National Church Staff Compensation Survey ~ What the Market Says
All the more credible is the market data
supporting Chaplain Professional Equity when nearly the whole corpus of material
on Government Chaplaincy is seen together – that is, “IF” the market data is
actually as important as the State Auditor’s has claimed it to be.
Even so – we would rather stand behind
our defenses of the “value” of the Chaplaincy Profession to Texas and our
agencies’ missions – that is, stand behind the higher value of “value” to the
state, to the state’s clients and to the families and staff of all
involved. Of course, the services
recover cost too.
2. Military
Chaplains ~ What the Market Says: TOP
3. Association of Professional Chaplains
(APC) ~ What the Market Says: TOP
This is such a good survey, so VERY much
indicating the need for Chaplain Professional Equity for TDCJ’s and the state’s
chaplains. So few – “4” – are in
corrections. The vast majority in
hospitals and other places where their salaries are competitive. Compared with the others above, clearly, the
chaplains in Texas merit “Professional Equity” vis-à-vis the other professions
in Texas.
$72,000 is the current salary of UTMB Director of
Chaplain. Very informative to the
“Chaplaincy Market” is the rather speedy evolution of the Chaplaincy Department
at UTMB. The current structure began in
1997 with one Chaplain I position, and in January of 1999, John Riley was hired
at the Coordinator of Pastoral Care. In
October of 1999, a Chaplain II was hired to train and coordinate a lay ministry
program, and this position came through two grants.[3] Also, $68,000 is the current salary of the
Director of Chaplains for Parkland Memorial in Dallas according to another open
records request.
Currently, there is the Coordinator and two
Chaplain II positions funded just above the mid-range. And there are plans for UTMB to fully fund
the grant program in the next year. And
he has an office with a receptionist.
When TDCJ was brought up to Chaplain Riley, he was
somewhat familiar with the situation, noting that on TDCJ Chaplain recently
left to assume a chaplaincy position at a considerably higher salary. When Chaplain Riley was told what some
TDCJ’s senior chaplains with 10+ years experience were making, and he
immediately responded, “I could barely hire some an entry chaplain at that
rate.”[4]
The point of Chaplain Professional Equity with
respect to UTMB is clearly with respect to a “State” funded position at an
equitable rate, still below the national norm, but decent. More specifically, when the size of the
tasks are enumerated, one asks why does the TYC chief of chaplain, the single
Chaplain III have to supervise the entire chaplaincy corps, with ten chaplains
short, provide pastoral care for 4 independent TYC facilities and he has no
separate office or help?
5. National Church Staff
Compensation Survey ~ What the Market Says
TOP
Chaplain “have” to have experience in the ministry
prior to entering into any credible chaplaincy service. This reflects the professional market in
church ministry, from which the great preponderance of chaplains come.
5. Survey of Pastor Salaries: Texas and National 2002
2002 SBC Compensation Study was a joint project of
35 Southern Baptist state conventions in cooperation with the Annuity Board of
the Southern Baptist Convention (SBC).
The report were based on a survey conducted during the spring of 2002
and included compensation data for more than 19,000 individuals in over 8,000
SBC churches. All amounts are ANNUAL
AMOUNTS for 2002. The data is located
at: http://server.kybaptist.org/public/compstdy.nsf,
from which the following was culled.
6. Closing Remarks on Market Data: Everywhere One
Looks –
There is a Clear Call for Chaplain Equality in Texas TOP
Everywhere one looks, everything points clearly to
the justification of raising Texas’ chaplains to an EQUAL station with the
other degree bearing professions.
And of course, Texas State Chaplains – especially
within TDCJ – have the unique claim of recovering their entire operating costs TWICE
over even AFTER equity was granted. And Texas’ Chaplains are the ONLY
profession that has been left so far behind for so many years.
With these then, as the many State Auditor’s
reports clearly indicate, MANY sources of data makes the data more
reliable. And the data is most reliable
when it does NOT have to be collected from a “survey” and is all the more
reliable and informative when the date comes straight from the raw facts – like
those above. Though it is nice to have
surveys too.
Now we have brought some good market data that in
an extraordinary manner supports our claim to equality.
Since Good Market Data was
“imperative” and so “singularly” important to the State Auditor’s Office, then
WITH irrefutable market data in hand, the granting of full Chaplain
Professional Equity should be expedited, as outlined here in this proposal,
from the market data alone, as well as for the “job’s” sake, and as well
as for the 40+ years lapse of attention, the “job’s contribution” to the
mission critical functions and of course because of it’s recovery of it’s own
operating costs.
The REAL question becomes this:
“Is There a CREDIBLE Reason NOT to Grant
Equality?”
A “real” reason other than, “I
just don’t see the need”? By God, let
us address it. We Chaplains are
citizens, too, and have a fundamental right to discuss it.
< Chaplaincy Recovers ENTIRE Operating Costs
– 3x over >
Chaplaincy
Contributes in Extraordinary Manner to
EVERY Mission Critical Function
Chaplains Need Equality
& Logistical Support